Department of Rehabilitation Medicine, School of Medicine, University of Washington - Harborview Medical Center, Box 359744, Seattle, WA 98104, USA.
J Occup Rehabil. 2010 Dec;20(4):420-6. doi: 10.1007/s10926-009-9220-1.
As part of the planning process for a larger survey study to examine factors affecting employers' intention to hire and hiring of people with disabilities, a series of three semi-structured focus groups were held with key hiring decision makers, such as Human Resources directors, Chief Operating Officers (COOs), or Chief Executive Officers (CEOs) of small, medium, and large Seattle area companies.
The chief goals of the focus groups were to elicit and refine the participants' beliefs, normative influences, and perceived control relative to hiring workers with disabilities.
Narrative data obtained from the focus group discussion were examined using the Theory of Planned Behavior (TPB) to identify themes expressed by the focus group participants within the context of company size.
Themes did vary by company size, but a prevailing concern across all companies related to questions about the efficiency/effectiveness of contact with vocational rehabilitation agencies. For both small- and mid-sized companies, there was a belief that people with disabilities could not do the work or were somehow less qualified. For large companies, convincing departmental and team managers that outreaching workers with disabilities would be a worthwhile hiring practice remained a challenge.
The themes derived from this study can be used to help occupational rehabilitation professionals develop educational and marketing interventions to improve employers' attitudes toward hiring and retaining individuals with disabilities.
作为一项更大规模调查研究的规划过程的一部分，该研究旨在探讨影响雇主雇用残疾人士意愿和实际雇用的因素，我们与西雅图地区的小型、中型和大型公司的人力资源总监、首席运营官（COO）或首席执行官（CEO）等关键招聘决策人进行了一系列三次半结构化焦点小组讨论。
焦点小组的主要目标是引出并完善参与者在雇用残疾工人方面的信念、规范影响和感知控制。
使用计划行为理论（TPB）检查从焦点小组讨论中获得的叙述性数据，以确定焦点小组参与者在公司规模背景下表达的主题。
主题确实因公司规模而异，但所有公司普遍关注的一个问题是与职业康复机构接触的效率/有效性问题。对于小型和中型公司来说，有一种信念认为残疾人士无法完成工作，或者在某种程度上不够合格。对于大型公司来说，让部门和团队经理相信接触残疾工人是一种有价值的招聘实践仍然是一个挑战。
本研究得出的主题可用于帮助职业康复专业人员制定教育和营销干预措施，以改善雇主对雇用和留住残疾人士的态度。
